Guide for Expecting Parents

Both mothers and fathers are eligible for time off to be with newborns. How much time depends on a number of factors, including how much sick/vacation time you’ve accrued and your willingness to take unpaid leave.

Understanding Family and Medical Leave (FML) 
FML is provided in accordance with State and Federal laws and allows you to take up to 12 weeks off for your own certifiable medical condition or to bond with your new baby. FML is taken as unpaid leave; however, you may use accrued sick and personal leave subject to applicable policies. FML granted for bonding purposes must be taken within 12 months following the child’s birth. To be eligible for FML, you must have at least 12 cumulative months of service in Ritenour and have worked at least 1250 hours during the 12 months immediately preceding the date your FML begins.

Sick leave may be used for absence due to pregnancy, childbirth and adoption with verification from a physician. Employees on approved Family and Medical Leave may use accumulated sick leave for a portion of the FML period. An employee not eligible for FML may utilize accumulated sick leave for the period that she is unable to work due to her pregnant condition. (This includes the immediate postpartum disability period, which is defined as six (6) weeks following the date of birth (vaginal delivery), or eight (8) weeks following the date of birth (cesarean section).

The answer depends on a number of factors, including how much sick and personal leave you have accrued.

New Moms Post-Delivery: New moms may use sick leave, personal leave, and/or accrued vacation days to cover the immediate postpartum disability period, which is defined under FMLA as six (6) weeks following the date of birth (vaginal delivery), or eight (8) weeks following the date of birth (cesarean section). New moms on approved Family and Medical Leave may use the remainder of the 12 weeks covered under FMLA for baby bonding within 12 months of the child’s birth, but this leave will be unpaid.

New Dads/Adoptive Parents: New dads and adoptive parents may also take up to 12 weeks off under the Family and Medical Leave Act. Application for childcare leave must be filed with Human Resources at least three months in advance of the birth of the child, or (in the case of an adoption) at the time the employee is approved for adoption privileges. The leave will begin as soon as the child is born or is placed with the adoptive parents. All or any portion of the 30 days’ sick leave must be used within 45 calendar days of the birth of the child or the child's placement with the adoptive parents. The remainder of the 12 weeks covered under FMLA may be used within 12 months of the child’s birth or placement, but this leave will be unpaid.

You may use FML for prenatal care or if you have a certifiable medical condition due to the pregnancy. Employees who have signed up for AFLAC disability insurance may also access that benefit during this time.

You may take the amount of leave that works best for you and your family.

To ensure that your child is covered by a Ritenour medical plan, it is best to enroll him/her immediately following the birth. If you forget, you may enroll your child during Open Enrollment in August. To enroll your child, you will need the birth certificate/hospital certificate and social security number.

If you are on an approved FML, you are entitled to be restored to the position held when the leave started or to an equivalent position with equivalent benefits, pay and/or other terms and conditions of employment.

Contact the Business Office if you end Ritenour employment while on FML. If you are on an approved FML and do not return to work, you may be liable for the health plan premiums paid by Ritenour during any unpaid portion of your Family and Medical leave. Ritenour may recover its share of health plan premiums to the extent permitted by law, from your unpaid wages or other pay due you or by initiating legal action. You will not be liable, however, if your failure to return to work is due to the continuation, onset or recurrence of a serious health condition that entitled you to leave under FMLA; or, other circumstances beyond your control.

• You can purchase service (buy back your retirement credit) for unpaid sick leave that occurs during the current or previous two school years.
• You pay to your employer the contributions you would have made to PSRS/PEERS your full salary during the leave period.
• Your employer sends both employee and employer contributions for the leave period to PSRS/PEERS.
• In order to be credited a full year of service with the retirement system, you will need to earn 95% of your yearly annual base salary.
  
  Please contact Payroll for more information on unpaid sick leave service purchases.

If you are in an unpaid status, you are responsible for insurance premiums for your dependent(s).